Human Resources

Job Description

Job Description

Description:

Reports to: General Manager

Summary:

The purpose of the employee liaison (HR) is to improve the overall employee experience. The employee liaison will develop and implement effective recruiting and staffing strategies to attract qualified and capable talent for our organization. Upon hiring, the Employee Liaison will manage onboarding, schedule training, and handle all HR related activities for employees.

Core Capabilities:

• Effective communication skills (both verbal and written)
• Team work
• Excellent problem solving abilities
• Responsibility and dependability
• Ethics and integrity
• Time management skills and ability to meet deadlines

Responsibilities:

• Develops, facilitates & implements all recruitment processes
• Collaborates with GM to ID and draft job descriptions and hiring criteria
• Develops, executes & keeps up-to-date clear and concise career ladders
• Screens applicants and selects qualified candidates
• Schedules interviews and prepares interview questions
• Onboarding & preparation of hiring materials
• Manages applicant tracking software
• Manages employee database
• Coordinating (and in some cases executing) trainings
• Planning employee events
• Monitoring & assigning uniforms
• Monitoring & updating first aid kits
• Keeping up-to-date with OSHA guidelines and requirements
• Monitor & execute the H2B visa process

Required Skills:

• Must have a valid MI driver’s license and maintain a good driving record
• Must have good communication skills and the ability to motivate others
• Must comply with Great Lakes Landscape Design’s policies and procedures
• Must be able to work with minimal supervision
• Must always practice safety
• Must pass a criminal background check
• Must speak Spanish and English
• Ability to resolve workplace issues
• Results oriented

Employee Liaison (HR) KPI’s

Time to Fill (for Hiring & Recruiting)

• Definition: The average number of days it takes to fill an open position from when the job is posted to when an offer is accepted.
• Why it matters: This indicates the efficiency of the hiring process. Shorter times suggest an effective recruiting strategy.

Quality of Hire

• Definition: The performance and retention rate of new hires after a certain period (e.g., 6 months or 1 year).
• Why it matters: High-quality hires contribute to team success and employee morale. It can also be measured by post-hire performance reviews or feedback.

Employee Retention Rate

• Definition: The percentage of employees who stay with the organization over a specific period (e.g., yearly).
• Why it matters: Retention is often a sign of good hiring practices and strong employee engagement.

Training Completion Rate

• Definition: The percentage of employees who complete required training programs.
• Why it matters: This shows how effectively training programs are engaging employees and meeting organizational goals.

Onboarding Satisfaction

• Definition: Feedback from new hires regarding their satisfaction with the onboarding process.
• Why it matters: A smooth, engaging onboarding process is critical for new hires’ success and initial morale.